When are the results going to be shared?
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They don’t care, just checking it off a list. Then have some useless follow up meetings that lead to nothing. The problem is that they don’t plan or fired anyone, so useless “leaders” who literally do nothing for their team stay around, or worse, they get promoted... while all the great people we’ve hired to move company forward leaves... leaving who behind? The ones that clock in & clock out.
Nike engagement surveys don't lead to anything. I have seen the process directly with VP level reviews of these surveys. They get brushed under the rug. They are only a form of HR compliance to pretend to show employees that they are "being heard". Nothing could be further from the truth. HR is there to protect the business and leadership, pure and simple.
let me try and help you with an example, so it may give you a clear idea of one of the likely scenarios. this is probably around 5 years ago, Imagine a VP level leader with senior directors and directors reporting to her. Her management team is around 9 people including herself. The survey results from direct reports were so poor that she ended up bottom in the 18% for a combined result, so it means approx 80% of all surveys done before (internal & external) have been better than her. I have to add that this is all justified, we all hated working for her. First she sat on the results a few days, after a few reviews with HR, she called us in the next monday midday, asked us to cancel all meetings for the rest of the week and the following week. She addressed us in a very calm manner, in her exact words: it seems that you all have a problem with the way we cooperate, here is the opportunity to improve it. Then she forced us to come up with action plans and additional projects to fix all the bad feedback for the rest of that week, and the week after. Dedicated all offsite meetings for following up these projects, asking us to include these new projects in our objectives. it was the worst year for our team. We initilly believed that the survey process would help, that she would either be coached or she would consider changing her attitude. Instead, we all ended up with huge number of extra projects, much longer hours for months to fix our own frustration, and much higher level of stress. At the end she was "quoted" by her manager as one of the best practices, because she embraced the results and worked rigorously to improve them. Knowing nothing would change, we all rated her much higher in the next survey to avoid the same thing. if anyone expects that things will change after your input, You are wrong!
@1jhu, agreed. Do not forget the few directors who will do the same thing with their teams because their Sr. Directors made them sit through it.
Oh geez. Are they still doing this? My memory....sr. leaders said, "take the survey, it's entirely anonymous...and here's your unique survey ID #." Next, they said, "the survey is entirely volunteer, but if you haven't taken it, we know who you are." And, after results were in, with thousands of participants and dozens of questions answered...the big reveal was, "the single answer to better employee engagement is mandatory meetings with your manager, more often." Then, nothing happened. Good luck with the current survey!
NOTHING GOOD WILL COME OUT OF THIS SURVEY....NOTHING. THERE WILL BE COUNTLESS HOURS WASTED ESPECIALLY FROM SR. DIRECTORS WANTING TO "TAKE ACTION" AGAINST THE RESULTS.....
They won’t share the true results. they will share select snips that support whatever message they are trying to communicate.
So I’m guessing it is something like this
We are seeing some trends which we need to discuss
1 - a diverse team is a good team and we’ve heard that our newest team members are bringing the brightest ideas (layoff more older people)
2 - communication is a challenge and we are going to get aggressive (hire a consulting group and re-skin prior existing comms deck.
3 - we also understand that many of our drones are afraid to voice their opinions so we are kicking off a brown bag series where our new MBAs can lunch with sr leadership thus repairing all issues
4 - finally, we’ve signed up for an unrealistic goal that we are having a hard time achieving so expect more layoff but here’s a video that will make you feel better.
PS we are also looking at salary discrepancy so we will hire a consulting group to ensure all of our executive team is properly compensated